Steven Bergonzi

Wildcard

DISC Type : sic

Director of Talent Acquisition at The Manhattan Behavioral Center

New York, New York, United States

Overview

Steven is the Director of Talent Acquisition for The Manhattan Behavioral Center, specializing in building teams for organizations that support individuals with special needs. A graduate of Iona University, he holds certifications in Diversity & Inclusion and Employer Branding.

He appears passionate about professional connection, having spoken on the importance of "non-stop networking" in a radio interview. This suggests a personable and relationship-driven approach extends beyond his immediate role.

He has shared his recruiting expertise and interviewing tips as a guest expert on the "Radio Jobline 103. 9" show.

Personality Overview

Curious But Skeptical

Requires Proof

ROI Driven

They are unlikely to ever become strong champions even when the conversations are going well; you should focus on cultivating other champions They typically tend to be late adopters even when they seem friendly and excited about what you have to sell They are often friendly and nice, but can sometimes suprise you with their piercing questions

Topics They Care About

Talent Acquisition

As Director of Talent Acquisition, his focus is on strategic recruitment, actively posting job openings for roles supporting children with special needs.

Special Needs Advocacy

His career at The Manhattan Behavioral Center, Family of Kidz, and Life's WORC demonstrates a long-term commitment to supporting individuals with autism and disabilities.

Employer Branding

He holds a certification in "Employee Branding to Attract Talent" and has publicly discussed how to attract candidates to his organization.

Talent Acquisition: As Director of Talent Acquisition, his focus is on strategic recruitment, actively posting job openings for roles supporting children with special needs.

Special Needs Advocacy: His career at The Manhattan Behavioral Center, Family of Kidz, and Life's WORC demonstrates a long-term commitment to supporting individuals with autism and disabilities.

Employer Branding: He holds a certification in "Employee Branding to Attract Talent" and has publicly discussed how to attract candidates to his organization.

Media Appearances

Steven has no verified media appearances

Work History

8-2023

Director of Talent Acquisition at The Manhattan Behavioral Center

9-2022 - 8-2023

Head of Talent Acquisition at The Manhattan Behavioral Center

9-2019 - 6-2022

Head of Talent Acquisition at Family of Kidz

3-2015 - 9-2019

Assistant Director of Recruitment at Life's WORC

1-2009 - 3-2015

Residential Manager at Community Mainstreaming Associates

Education

1990 - 1994

Bachelor’s Degree from Iona University

More Information

Social Presence :

Prographics :

Exp : 16 Location : New York, New York, United States Job Level : Mid-senior Designation : Director of Talent Acquisition at The Manhattan Behavioral Center

<div class="break-inside-avoid"><h1 class="sect-head" style="display:inline-flex; align-items:center"><div data-toggle="tooltip" data-placement="bottom" title="" data-original-title="DISC profile is one of the most popular behavioral assessment frameworks in use. It is especially useful in understanding workplace behavior and how different people approach similar situations differently.">DISC Profile : Steven's Key Traits </div></h1><div class="disc_main personality_container" style="display: flex;align-items: center;justify-content: center;"><figure class="highcharts-figure"> <div class="frrole_circle_label" style="position: absolute;top: calc(50% - 67.5px);left: calc(50% - 66.5px);">sic</div> <div data-toggle="tooltip" data-placement="bottom" title="" data-original-title="Dominance(D) reflects how goal and task oriented a person is and her ability to accomplish results, irrespective of how demanding the circumstances might be. Those scoring high tend to be motivated by winning, competition and success and can be described as direct, demanding and strong willed." style="position: absolute;top: -4%;left: calc(50% - 20px);z-index: 2;cursor: pointer; border-radius: 50%; color:#fff;background: linear-gradient(360deg, #f1828d, #d2527f); height: 30px;width: 30px;font-size: 14px;align-items: center;justify-content: center;display: flex;font-weight: bold;opacity:1">D</div><div class="disclabel1" data-toggle="tooltip" data-placement="bottom" title="" data-original-title="Influence(I) reflects the degree to which a person prefers to work by influencing or persuading others. Those scoring high tend to be people oriented, are motivated by social recognition and building relationships and can be described as warm and enthusiastic in general." style="position: absolute;right: 5%;top: calc(50% - 20px);z-index: 2;cursor: pointer; border-radius: 50%; color:#fff;background: linear-gradient(270deg, #fad859, #f7ca18); height: 30px;width: 30px;font-size: 14px;align-items: center;justify-content: center;display: flex;font-weight: bold;opacity:1">I</div><div data-toggle="tooltip" data-placement="bottom" title="" data-original-title="Steadiness(S) reflects the degree to which a person is likely to focus on cooperation, support and taking everyone along. Those scoring high tend to be consistent and calm, are excited about the opportunity to collaborate and partner and could sometimes be indecisive or overly accommodating." style="position: absolute;bottom: -4%;left: calc(50% - 20px);z-index: 2;cursor: pointer; border-radius: 50%; color:#fff; background: linear-gradient(180deg, #b7f4d8, #66cc99);height: 30px;width: 30px;font-size: 14px;align-items: center;justify-content: center;display: flex;font-weight: bold;opacity:1">S</div><div class="disclabel2" data-toggle="tooltip" data-placement="bottom" title="" data-original-title="Calculativeness(C) reflects the degree to which a person is likely to be cautious, systematic and analytical. Those scoring high tend to emphasise quality and accuracy, enjoy showing off their expertise or challenging assumptions but can sometimes overanalyze things and be overcritical." style="position: absolute;left: 5%;top: calc(50% - 20px);z-index: 2;cursor: pointer; border-radius: 50%; color:#fff; background: linear-gradient(90deg, #848ccf, #524eb7);height: 30px;width: 30px;font-size: 14px;align-items: center;justify-content: center;display: flex;font-weight: bold;opacity:1">C</div><div style="position: absolute;top: calc(50% - 106.5px);left: calc(50% - 106.5px);border-radius:50%;border: 1.5px dotted #c8c6c6;padding:105px"></div><div style="position: absolute;top: calc(50% - 135.5px);left: calc(50% - 135.5px);border-radius:50%;border: 1.5px dotted #c8c6c6;padding:133px"></div> <div id="disc_container"></div> </figure><div class="row traits-row" style="position: relative;width:70%;justify-content:flex-end;margin-right:10px"><div class="personality-cards col-md-10"><div class="personality-head">Steadiness</div>Steadiness(S) reflects the degree to which a person is likely to focus on cooperation, support and taking everyone along. Those scoring high tend to be consistent and calm, are excited about the opportunity to collaborate and partner and could sometimes be indecisive or overly accommodating.</div><div class="personality-cards col-md-10"><div class="personality-head">Influence</div>Influence(I) reflects the degree to which a person prefers to work by influencing or persuading others. Those scoring high tend to be people oriented, are motivated by social recognition and building relationships and can be described as warm and enthusiastic in general.</div><div class="personality-cards col-md-10"><div class="personality-head">Calculativeness</div>Calculativeness(C) reflects the degree to which a person is likely to be cautious, systematic and analytical. Those scoring high tend to emphasise quality and accuracy, enjoy showing off their expertise or challenging assumptions but can sometimes overanalyze things and be overcritical.</div></div></div></div><div class="break-inside-avoid"><h1 class="sect-head" style="display:inline-flex; align-items:center"><div data-toggle="tooltip" data-placement="bottom" title="" data-original-title="OCEAN personality assessment, or Big 5 personality traits model, is the second most well-known behavioral assessment framework after MBTI. It provides a holistic way of understanding how people are and what to expect of them.">OCEAN Profile : Steven's Key Traits </div></h1><div class="ocean_main personality_container" style="display: flex;align-items: center;justify-content: center;"><figure class="highcharts-figure"> <div class="frrole_circle_label" style="position: absolute;top: calc(50% - 67.5px);left: calc(50% - 66.5px);">acn</div> <div data-toggle="tooltip" data-placement="bottom" title="" data-original-title="Openness(O) reflects the degree of intellectual curiosity, a desire to seek new experiences and a preference for novelty and variety. Those scoring high tend to be inventive, curious and open to trying new things whereas those scoring low tend to be consistent, cautious and more realistic in their approach." style="position: absolute;top: -7%;left: calc(50% - 12px);z-index: 2;cursor: pointer; border-radius: 50%; color:#fff; background: linear-gradient(90deg, #963694, rgb(175,79,173));height: 30px;width: 30px;font-size: 14px;align-items: center;justify-content: center;display: flex;font-weight: bold;opacity:0.72">O</div><div data-toggle="tooltip" data-placement="bottom" title="" data-original-title="Conscientiousness(C) reflects the degree of self-discipline, focus on doing things in a planned manner and acting dutifully. Those scoring high are usually efficient, organized and focused whereas those scoring low tend to be easy-going, spontaneous and unreliable at times." style="position: absolute;right: 4%;top: calc(50% - 70px);z-index: 2;cursor: pointer; border-radius: 50%; color:#fff; background: linear-gradient(180deg, #f15a22, rgb(255,115,59));height: 30px;width: 30px;font-size: 14px;align-items: center;justify-content: center;display: flex;font-weight: bold;opacity:0.72">C</div><div data-toggle="tooltip" data-placement="bottom" title="" data-original-title="Extraversion(E) reflects the degree of assertiveness, sociability that an individual exhibits. People scoring high on extraversion tend to be outgoing, energetic and talkative whereas those scoring tend to be reserved, quiet and thoughtful, especially in social settings." style="position: absolute;bottom: 3%;left: calc(50% - -93px);z-index: 2;cursor: pointer; border-radius: 50%; color:#fff; background: linear-gradient(270deg, #bf55ec, rgb(216,110,255));height: 30px;width: 30px;font-size: 14px;align-items: center;justify-content: center;display: flex;font-weight: bold;opacity:0.72">E</div><div data-toggle="tooltip" data-placement="bottom" title="" data-original-title="Agreeableness(A) reflects the degree of compassion, cooperation and general friendliness in a person. Those scoring high are mostly even-tempered, pleasant and easy to convince whereas those scoring low tend to challenge and question things and are likely to have a contrarian attitude." style="position: absolute;left: 17%;top: calc(50% - -127px);z-index: 2;cursor: pointer; border-radius: 50%; color:#fff; background: linear-gradient(360deg, #be5683, rgb(215,111,156));height: 30px;width: 30px;font-size: 14px;align-items: center;justify-content: center;display: flex;font-weight: bold;opacity:0.72">A</div><div data-toggle="tooltip" data-placement="bottom" title="" data-original-title="Emotional Stability(ES) refers to the degree to which one can experience unpleasant emotions like anger, anxiety etc. easily. Those scoring high tend to be calm, stable and are not perturbed easily whereas those scoring low can be passionate, excitable and have low impulse control, especially under stressful circumstances. (Emotional Stability is same as Neuroticism rated on a reverse scale)" style="position: absolute;left: 5%;top: calc(50% - 70px);z-index: 2;cursor: pointer; border-radius: 50%; color:#fff; background: linear-gradient(360deg, #f62459, rgb(255,61,114));height: 30px;width: 30px;font-size: 14px;align-items: center;justify-content: center;display: flex;font-weight: bold;opacity:0.72">N</div><div style="position: absolute;top: calc(50% - 106.5px);left: calc(50% - 106.5px);border-radius:50%;border: 1.5px dotted #c8c6c6;padding:105px"></div><div style="position: absolute;top: calc(50% - 135.5px);left: calc(50% - 135.5px);border-radius:50%;border: 1.5px dotted #c8c6c6;padding:133px"></div> <div id="ocean_container"></div> </figure><div class="row traits-row" style="position: relative;width:70%;justify-content:flex-end;margin-right:10px"><div class="personality-cards col-md-10"><div class="personality-head">Agreeableness</div>Agreeableness(A) reflects the degree of compassion, cooperation and general friendliness in a person. Those scoring high are mostly even-tempered, pleasant and easy to convince whereas those scoring low tend to challenge and question things and are likely to have a contrarian attitude.</div><div class="personality-cards col-md-10"><div class="personality-head">Conscientiousness</div>Conscientiousness(C) reflects the degree of self-discipline, focus on doing things in a planned manner and acting dutifully. Those scoring high are usually efficient, organized and focused whereas those scoring low tend to be easy-going, spontaneous and unreliable at times.</div><div class="personality-cards col-md-10"><div class="personality-head">Emotional Stability</div>Emotional Stability(ES) refers to the degree to which one can experience unpleasant emotions like anger, anxiety etc. easily. Those scoring high tend to be calm, stable and are not perturbed easily whereas those scoring low can be passionate, excitable and have low impulse control, especially under stressful circumstances. (Emotional Stability is same as Neuroticism rated on a reverse scale)</div></div></div><hr class="divider-hr" style="margin-bottom:20px"></div>

Steven Bergonzi

Director of Talent Acquisition at The Manhattan Behavioral Center

New York, New York, United States

Overview

Personality Overview

Topics They Care About

Media Appearances

Work History

Education

More Information

Social Presence :

Prographics :

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Insights For Selling To Steven

During A Call Or A Meeting

When Cold Calling

Pattern Interrupt: Informal style, where you are talking in a friendly & casual manner, with a big smile on makes them want to speak to you.

Pace: Don't be too fast or too slow, stay in the middle. Sound like a 'brings happiness to others' person.

Tone: Speak with high energy and in a personal manner, as if you have met a friend suddenly after a long time.

Tactics To Win: Giving social proof, personal rapport, usage of superlatives, repeating their name.

Mistakes To Avoid: Information overload, use of negations

Making The Ask: Use positivity and/or humor to make the ask. It appeals to them, as if you are bringing a cheer to their day. (Avoid doing this with Dominant or Calculative types)

Subconscious Driver: They are driven by emotion more than any other type. Hence a proposition that excites them will immediately get their attention.

Greeting: Hey Steven, [user_fname] here at [user_companynamefirsttwowords] calling you this morning/evening!

Opener: Now I know how much people love cold calls, so how about 30 seconds to tell you what I have for you?

Introduction: We have built an AI that predicts exactly what will build a solid relationship with each prospect before you even spend a minute with them.

Ask: Steven, leaders just like you at companies like [abc], [xyz] have been blown away with what they have seen, why don’t we put 15 minutes on your calendar to show you if what I am saying is actually real, yeah?

Close: So morning at around [time] next [tuesday], shall we say? And is it [prospect_email]? Don't want to get that wrong you know!

When Writing An Email

Subject: Personalized, clear

Salutation: Yes (Something formal)

Greeting: Yes (Say something usual)

Emojis/GIFs:

Bullet Points: Avoid

Closing Line: Close on a positive note

Complimentary Close: Unique, pleasant

Tone of Words: Friendly, exciting

Overall Messaging: Focused on social proof

Length of Mail: Medium

While Negotiating & Closing

The secret to closing fast with Steven is

Will you ever get a clear answer from Steven

Insights For Deal Planning

How fast (or slow) will Steven move?

Can Steven take some risk or not?

You And Steven

Personality Compatibility

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